Seen “Top Gun 2: Maverick” yet? South Lake Tahoe has been the backdrop for an array of blockbuster movies, sitcoms, and reality TV series that showcase Tahoe’s famous turquoise water, snowcapped mountains and towering pines. So when the production for Maverick wanted to build a military base that had a runway between mountains, the Lake Tahoe Airport came into play. Production built platforms on the side of a mountain for helicopters to bring in the equipment needed to shoot that epic military base/fighter scene three years ago.
Did you know that classics like “The Godfather Part II,” “City of Angels” and “The Bodyguard” were also filmed in the region? “We live in a magnificent place that translates well to the big screen and we look forward to sharing it with the world,” said Carol Chaplin, president and CEO of the Lake Tahoe Visitors Authority. “News of the celebrity stays has inspired visitors to spend time here living vicariously like a star.”
BOOK YOUR NEXT TRIP!
CELEBRITY CRIBSIN SOUTH LAKE TAHOE
Living like a star begins with palatial accommodations. The Sherman Estate is a sprawling 15-acre property providing stunning lake views, hot tub, indoor pool, movie theatre, game room, fireplace, expansive kitchen, multiple outdoor lounge spaces, and wet bar with 17 bedrooms and 18 bathrooms that can host up to 40 guests. It’s no wonder that casts of Real Housewives and Kardashians stayed there as well as filming locations for the rose ceremony of the ABC’s The Bachelor. The property is in high demand and now requires a minimum stay of 30 nights with rates starting at $9,000 per night. In addition, Bliss Experiences/Lake Tahoe Yoga/ offered private yoga sessions for casts staying there.
The possibilities are endless to create a memorable, romantic getaway like casts/crews did in Lake Tahoe. Here’s a snapshot of activities they experienced while filming during the fall, early-winter and late-spring seasons when more privacy calls:
Aerial Adrenaline: Catch a glimpse of the snowcapped peaks with scenes from “Top Gun 2: Maverick” via helicoptertours, which take flight year-round from South Lake Tahoe Airport. Feeling daring, try Sky Combat Ace and experience pilot-for-a-day with the Top Gun package, aerobatic maneuvers over the Lake Tahoe landmarks shown in the movie, including Emerald Bay and Maggie’s Peak.
Get over the water with parasailing atZephyr Cove Resort like “The Bachelor” did on their date followed by a picnic at Baldwin Beach. Another iconic date included Arie and his suitor with a horseback ride through Camp Richardson Corral to Fallen Leaf Lake. Spoiler alert there’s not a hot tub along the trail but many accommodations do offer hot tubs for guests.Dinner at Hard Rock’s Park Prime followed by a concert inside the hotel was another special evening. Casey Webb, Travel Channel series, “Man v. Food,” recently visited Cold Water Brewery, Artemis and Fox & Hound. Other dining establishments for cast/crew included Edgewood’s Bistro, Brooks’ Bar & Deck, and Riva Grill.
Courtesy Tahoe Blue Wave
Tahoe Blue Wavemesmerized casts of both RHOBH and Kardashians. Camera crews utilized outfitters Tahoe Sports and Lake Tahoe Boat Rides to make scouting and filming possible. Camp Richardson Resort’s marina was the headquarters for “Modern Family” boats, jet skiing, canoeing, while the Marian Duplex and cabin were transformed for parts of the episode. During winter months stars were skiing/snowboarding at Heavenly Mountain Resortsnow tubing and ice skating at Edgewood Tahoe.
“You can’t buy the kind of exposure these various films and shows earn,” added Chaplin. “Through the El Dorado County Film Commission and our local partners, we continue to generate buzz and garner millions of impressions of our incredible destination.”
For a guide to South Lake Tahoe film locations check out the El Dorado County Film Commission’s movie map.
The Sierra Rose was used in the filming of “Modern Family” with Camp Richardson Resort & Marina as the headquarters; the houseboat is actually up for action: here. Credit: Lake Tahoe Visitors Authority
I got my papers. The ones from Vail Resorts’ attorneys telling all VR employees that we’ve got a settlement on the table for a lawsuit in California. The papers say we get about $80 bucks and all we have to do is sit back and wait for the check. Now, you might be thinking, “Wow, an extra $80 and I don’t have to do anything? Sweet. Vail rocks.” Not so fast.
The Vail Resorts Condensed Settlement History
More than a year ago, four former Vail Resorts employees at Heavenly Valley Resort in California (at separate times) found separate attorneys who would help them in their fight against “unjust enrichment and unpaid work”.
The first two were filed by Anna Gibson and Adam Heggen. Heggen’s, filed in California state court October 2020, alleged that Heggen was not paid for breaks and meals while working as a security guard for the resort.
Gibson filed her case in California Superior Court in April 2021. A third related case, also against Heavenly, was filed by Christopher Hamilton in July 2021. The fourth, from Paul Greg Robards, was filed in December 2021.
Vail had the Heggen, Gibson, Hamilton and Robards cases removed (transferred) to federal California court. Now, if you’re not yet confused, here’s another twist. Vail did not remove a second case filed by Hamilton in California state court based on the same facts. This is the Hamilton v. Vail case that is in front of all us VR employees at the moment. Vail submitted the settlement for approval in California state court and we either opt in or opt out.
All the other cases together allege “Vail violated federal and state wage and hour laws, and several related causes of action” but it’s been ‘stayed’ pending the outcome of the Hamilton case.
Vail Resorts Charges In Detail
In order to release all possible claims against Vail, Hamilton filed an amended complaint in California state court after the settlement was submitted for approval.*
The Action contains claims against Vail for: (i) unpaid wages (including but not limited to minimum wages, overtime wages, double time wages, and wage premiums) under the Fair Labor Standards Act (“FLSA”) and/or the laws of the states of California, Colorado, Wisconsin, Michigan, New York, Vermont, Minnesota, Utah, Washington, Ohio, Indiana, Missouri, New Hampshire, Pennsylvania, Nevada, and Wyoming (collectively, “Class States”); (ii) failure to authorize, provide or allow proper meal and/or rest periods under the FLSA and/or the laws of the Class States; (iii) failure to pay proper meal and/or rest break premiums under the laws of the Class States; (iv) failure to reimburse expenses, as well as any resulting claims for unpaid wages arising out of such allegations, under the FLSA and/or the laws of the Class States; (v) unlawful deductions, rebates, or refunds from wages, as well as any resulting claims for unpaid wages arising out of such allegations; (vi) breach of contract under the laws of the Class States; (vii) failure to accurately record time or keep accurate records under the FLSA and/or the laws of the Class States; (viii) failure to provide accurate employment records upon request under the laws of the Class States; (xiv) improper or inaccurate wage statements under the laws of the Class States; (xv) failure to pay timely wages during employment under the FLSA and/or laws of the Class States; (xvi) failure to pay timely wages at or after termination under the FLSA and/or laws of the Class States; (xvii) solicitation of employees by misrepresentation under the laws of the Class states; (xviii) fraudulent solicitation of employees under the laws of the Class States; (xix) employment under conditions detrimental to employee health under federal law and/or the laws of the Class States, (xx) unfair business practices under the laws of the Class States ; (xxi) false or deceptive representation or advertisement under the laws of the Class States; (xxii) statutory or civil penalties (including but not limited to those under PAGA); (xxiii) unfair competition under the laws of the Class States; and (xxiv) unjust enrichment under the laws of the Class States. The Action seeks damages for lost wages, interest, penalties, injunctive relief, and attorneys’ fees and expenses.
That’s pretty comprehensive. It basically doesn’t leave any room for employment challenges by any current employee in the future.
Is Vail Resorts The Big Bad Wolf?
Ask any ski area employee – from Vail, Alterra, Boyne, anywhere – and they will likely complain about some or all of the above ever since they started their jobs. We love our work but the resorts rarely return the love. I’m pretty sure our ski school director couldn’t put faces to names without the nametag. Ski areas prey on an employee’s passion for the ski industry. They know they can get away with mediocre treatment because defending what’s right is a fast track to unemployment. Plus, where would we go if every resort in our state is no different?
I aggressively asked for help on a private Facebook page about the inability to reach a human being to get my paperwork done and was told if I didn’t like it maybe Deer Valley was hiring. Really? What about listening to your employees and “doing better”?! Oh, and if you post concerns on the private FB page, it gets deleted by admin. It’s safe to say, most resorts don’t want to hear constructive feedback from their employees.
Ski resorts have a funky way of doing business since forever and they act surprised and offended when we speak up. VR even sends out biannual surveys asking for our input yet conveniently words the questions in their favor while excluding places to write in comments.
Think you should be paid while you stand around in your uniform waiting to be assigned a lesson? You usually aren’t. A snowboard instructor I met said, “This is bullshit,” and walked off one day. He never came back. For decades, the only alternative if you didn’t like something, was to leave or be fired.
So, while the California suit was bubbling in 2020 and unbeknownst to anyone outside of the immediate players, two ski instructors and a ticket scanner in a little VR ski area in Colorado called Breckenridge, decided to also go up against their employer.
Quint et al v. Vail Resorts Inc.
Those (2 former and 1 current) Breck employees filed a lawsuit in December 2020 alleging similar claims to the case in Heavenly. But their attorneys Ed Dietrich and Benjamin Galdston didn’t stop at just unpaid meal breaks. They went for the jugular… in federal, not state, court, and covered employees from 18 states instead of just California:
“All current and former Vail Resorts hourly employees who worked in the United States and who were not compensated for work-related equipment and cell phone costs or “off-the-clock” work including, but not limited to, travel time, donning and doffing time, and training time during the three years preceding the filing of this Complaint through judgment (the “FLSA Collective” or the “Hourly Employees”).” The complaint asserted claims for Vail Resorts’ violations of the federal Fair Labor Standards Act, (“FLSA”), and the laws of the States of Colorado, California, Utah, Minnesota, Wisconsin, Washington, New York, Vermont and Michigan, and common law. “Through this action, Plaintiffs seek recompense for unpaid wages, overtime and other benefits wrongly withheld from them and all other similarly situated current and former Vail Resort employees,” It went on.
The complaint alleged, among other things, that despite representing to job applicants, returning employees and competitors that Vail Resorts pays its employees a set base rate per hour worked, Vail Resorts willfully and systematically fails to pay its hourly employees for all hours worked at the hourly wage specified in employment agreements. For example, pursuant to Company policy, Vail Resorts generally pays ski and snowboard instructors (“Snow Sport Instructors”) at their regular rate for shifts of 6.5-7.25 hours per day. However, Vail Resorts supervisors and managers know that Snow Sport Instructors typically work more than 9 hours per day, including compensable time working while traveling on Company buses, donning and doffing indispensable uniforms and equipment, training, and “off the clock” work performed prior to and after shifts.
A Tale of Two Cases
While the California case is trying to settle for $13 million, the Colorado case, Quint et al v. Vail Resorts Inc., which has grown to more than 20 named plaintiffs since it was started, not only seeks far more than that but it also wants policy changes. If it actually had a chance in court, it could potentially signal to every other ski company in the U.S. that if they don’t behave accordingly with their own employees, they too could face sanctions. Just this season employees saw the consequences of the pending lawsuit. Vail began to pay for ‘donning and doffing’ and stopped requiring unpaid training clinics. But there’s nothing that would prevent them reversing these rules once the settlement is reached.
Makes sense that VR would want to quietly settle the California case for a few bucks and no consequences than face a much larger pricetag, and costly employment directives companywide like paid training, gear allowances, paid breaks, etc. that they couldn’t escape.
How to Respond to The Vail Resorts California Settlement
Pay attention to this part, kiddies. IF THE MAJORITY OF VR EMPLOYEES TAKE THAT $80 AND WALK, THERE MAY BE NO CLASS FOR THE COLORADO CASE AND NO OPPORTUNITY FOR THE MORE COMPREHENSIVE ALLEGATIONS TO BE CONSIDERED. There is also nothing in this California settlement that would encourage or direct Vail Resorts to make changes in their employment practices and isn’t that what we want? It’s not about the money. It’s about respect and real change.
[An anonymous VR employee posted this website for further clarification and links to the forms you need to opt out.]
“How can it only be $80 when the settlement is $13 million,” you ask? The breakdown was written in fine print and buried in your settlement docs:
Out of the $13.1 million to “settle all claims” (that means you can never sue for the same claims of unpaid wages EVER), $4.36 million will go to the lawyers. Another $500,000 — 3.9% of the settlement fund — will go to complaints made using the Private Attorneys General Act, and 75% of that ($375,000) will be paid to the California Labor & Workforce Development Agency for “assisting in facilitating that process.” That leaves $8.24 million to be distributed evenly across the 100,000 members of the class. That’s $82 bucks per person.
Except it’s not split evenly. Fulltime Heavenly ski instructors will get more than Vail’s other California employees, and the named plaintiff will also get a bigger chunk for their time and effort they put into the case. You might think, “But maybe a large portion of the 100,000 members will opt out so I will get more of the pie.” Not exactly. Most of the unclaimed leftovers get to go back to Vail!
Dietrich told SPL that his firm is fighting as hard as possible to get people meaningful recovery. He said the settlement notice is misleading and that VR is trying to get all of their liabilities settled in this one case without ever mentioning the Quint v. Vail case.
At the time of the Colorado filing, according to the filings in the Quint case, VR had a duty to disclose the California cases so they both could possibly be joined into one larger class action but VR didn’t say a word until it was too late. Perhaps VR was hoping to settle the California one first and bind all of their employees to it. That $80 bucks would automatically prevent every VR employee from being a part of the Colorado case or any other case suing over similar complaints. EVER.
What Happens If You Opt Out
If five percent or more of the employees opt out, then Vail can and probably will reneg on the California settlement. They’re not going to want to pay out on this one and then face another class action later.
By “waiving our rights” to this California settlement, we retain the right to make a change heard ‘round the ski world. What’s a paltry $80 worth if VR and every other resort can continue to abuse the passion we share for the ski industry? By turning down that $80, we can be part of a much broader settlement- the one waged in Colorado; it won’t be just about the money. It will be about change. If it goes to court, it will create laws that protect us; it will level the field and force resorts to treat their employees like any other. When you show up to work, you get paid until you leave. If you need thousands of dollars of equipment to do your job, it’s provided to you. If a smartphone is required for your job, it’s compensated. If training is required to keep your job, it’s provided and the list goes on. Now is not the time to wait for $80 to roll in. It’s the time to opt out, and dream of positive change.
You might now think, “Oops, I didn’t opt out but I’ll just tear up that check when it comes.” People, please read your notice again. Consider the wording in those instructions-
You are first told: If you want to participate in the Settlement and receive a monetary payment, there are two ways to do so. First, you can fill out and return the “Consent to Join” Form. Second, you can do nothing, wait to receive a payment, and then cash the check you receive.
HOWEVER, below these instructions it says: If you wish to exclude yourself and do not want to participate in the Settlement, send the Opt-Out Statement to the Settlement Administrator which will remove you from the Action and the Settlement. You will not receive any payment. You will keep your right to sue Vail for the legal claims in this Action. The Settlement will bind all Class Members who do not request exclusion by submitting an Opt-Out Form.
Let’s check out that last sentence again-The Settlement will bind all Class Members who do not request exclusion by submitting an Opt-Out Form.
In other words, if you tear up the check but don’t physically opt-out, you are still bound to the judgment. You just don’t get the $80 bucks. You have waived all your rights to later sue for uncompensated time and other allowances.
Nuts and Bolts
What you choose to do is entirely up to you but it helps to know the background and all the facts and how it impacts you and your love for the ski industry. What they have shared with us is misleading.
Your document says if you opt out, you retain your right to sue. They don’t tell you there’s already another case pending you could join so you don’t have to take on your own legal fight.
Even the opt out form is hard to find. It’s not online. It’s in your settlement packet and if you don’t have the Camscanner app on your phone, they make you think you have to snail mail it in, making you work even harder to stand up for your rights.
If you wish to be excluded from the Settlement, you must submit an Opt-Out Form to the Settlement Administrator on or before May 6, 2022. Did anyone else notice that only the ‘consent to join’ form is availableonline? If you want the opt out form, use the one that came in the mail or you can download this one, snailmail AND email it to info@resortsettlement.com.
Make sure that if you are emailing the form, you take a minute to add your two cents. I was told my comments would be forwarded to the settlement administrator and the judge. Let them know how you feel. Maybe it gets passed along to VR.
The compensation offered to us is grossly insufficient. They offered me less than $100. As a part-timer, I estimate that Vail shorted me over $2000 since 2016. Why does Vail get to keep the rest?
Vail refuses to admit that they didn’t “Do Right.” Yet, this season Vail changed many of the practices described in the complaint. That’s a tacit admission that Vail did not “Do Right” in the past. Remember all that training on Vail’s Core Values?
Vail makes no commitment to “Do Right” in the future. To “Do Right” would mean accurately recording ALL the time we work and paying for it.
The settlement amount is too small to make Vail “Do Right.” The plaintiffs claimed $108,000,000 in damages, then settled for 7.2% of that amount after fees and costs. WTF?
What To Do After You Opt Out
Maybe you didn’t. That’s ok. Maybe you opted out on principle to help other employees you feel were wronged but don’t really care for yourself. For those who did, if you have the time and energy, you could start your own case. With everything that’s going on in this realm, there’s bound to be an attorney at the ready. But maybe you agree that Vail should be forced to make changes but the idea of filing your own lawsuit is crazy.
Did you know you can ‘opt in’ to the Colorado case? Leave a comment below so we can try to help or find them here.
At the end of the day, we just hope you understand the mechanics of these lawsuits and choose the path that’s best for you.
The “Class Members” are all non-exempt employees who, at any time during the “Covered Period” worked for and were employed by Vail in the United States and worked primarily at one of its resort locations or mountain facilities. The “Covered Period” starts:
For Class Members employed in Wyoming, on October 21, 2010.
For Class Members employed in Indiana, Ohio, Washington, Minnesota, Vermont, New York, Michigan, Nevada, Wisconsin, and Colorado, on October 21, 2014.
For Class Members employed in Missouri, on October 21, 2015.
For Class Members employed in California, Pennsylvania, and Utah, on October 21, 2016.
For Class Members employed in New Hampshire, on October 21, 2017.
For Class Members not employed in one of the above identified states, on October 21, 2016.
The Covered Period ends, for all Class Members employed in California, on December 15, 2021, and for all Class Members employed in states other than California, on October 23, 2021.
Has American skiing sold out? The pressure is on right now to choose Ikon, Epic, an individual area season pass or skip it altogether because you won’t ski more than five days anywhere. Decisions, decisions. Every month you put it off, the price goes up.
But epic liftlines, parking nightmares, crowded slopes make plunking down $1k+ unejoyable. If you’re sick of making up the cost of your cheap Epic and Ikon pass savings with a $24 frozen burger, $6 coffee and $1000 ski lesson then rethink how you ski and consider a pass to a mom and pop spot; untouched by corporate America. Brown bag it to these 8 local ski areas where pricing comes second to homegrown spirit and an unpretentious vibe.
Opened in 1949, The Beav is the oldest continuously-owned family ski resort in the U.S. and a place that will always welcome families of all abilities. It’s run much the same way Marge Seeholzer’s father-in-law, Harold, had when he realized his dream for this Logan Canyon hideaway. The original warming lodge is today’s ticket office and you can find Marge still selling those tickets through the walk-up window. They may not cost $.25 anymore but at $60 it’s still the cheapest ticket in Utah. A 2-hour group lesson with rentals and a beginner lift ticket will set you back $80. Inside the day lodge, a cheese burger with fries is $11.50 but feel free to splurge on the famous Big Beav Double Bypass Burger (two patties, cheese, bacon and BBQ sauce) and fries. It may not be the biggest ski area around but with 800+ acres, four lifts, two terrain parks and a 1700-foot vertical drop there’s enough terrain for beginners to experts. They are even open for night skiing on scheduled days throughout the season. Even for non-skiers, there are miles of groomed trail systems, open spaces for snowmobiling, cross-country skiing and snowshoeing.
Let Aspen and Vail have the big spenders; Real Janes and Joes head to this Western Colorado gem on Grand Mesa, 50 minutes from Grand Junction. Powderhorn’s widely-spaced aspen glades offer some of the West’s best tree skiing, while the Mission: Affordable program provides beginners with three days of free rentals, lift tickets, and lessons. Non-skiing parents can watch their kids log laps from the lodge’s sprawling deck, where sack lunches are A-OK—though the aroma from the on-site smoker (and its locally-raised beef, chicken, and pork) makes Powderhorn’s BBQ seem more appealing than any PB&J. Day ticket from $79.
Owned and operated by the Maddox family (and a small team of investment backers), Snowy Range keeps prices low with old-school amenities. Slow, fixed-grip lifts serve friendly runs suitable for beginners and intermediates. A small Nordic trail network makes it convenient to explore the snow-laden spruces sans chairlifts. You can find the trailhead at the northeast corner of the ski area’s overflow parking lot. A popular hangout for nearby residents—not just day-tripping lift-riders—the day lodge feels more like a community fish-fry than an impersonal resort. Its kitchen simmers up homemade chili and the taps feature local beers (really local, as the crowd-pleasing Virginia Pale Ale is brewed on-site). Day ticket from $49.
Although little Red River changed hands a few times since opening in 1959, the Judycki family has been in charge since 1980. Uniquely located three and a half hours from Albuquerque and directly adjacent to the town of Red River, you’ll feel like you stepped back into a time when your parents took you on your first skiing road trip. You can smell the fireplace smoke and the boys in the bar. The town itself has year round recreation but at the mountain you will find an even split of the 200 acres between beginner, intermediate and expert terrain and snowmaking on 85 percent of it. The high elevation and low temps keep the snow of the southern Rockies light and fresh. The five lifts help you access all of that including a 1600 vertical-foot drop. Lift tickets are $98.
If only we could make Park City Mountain a non-profit like Bogus Basin! Located 16 miles from Boise, Bogus became a 501 c3 is 2013 with all of the revenue invested straight back into the resort and the community. The board of directors are all volunteers. Locals can park for free in the downtown lot and take a free shuttle straight to the mountain if the upper lots are full. The feeder resort may sound like it’s just for Boise locals but it beats its glitzy neighbor Sun Valley by 300 acres and sells tickets for half the price ($73). Inbounds, there’re 11 lifts, 2600 acres and an 1800 vertical potentially taking you to 40 percent black and double black runs but backcountry skiers drool for the extensive backcountry network just outside the ski resort boundary. Did we mention, there’s 175 acres of night skiing, tubing and a mountain coaster? Who needs corporate greed to get things done on a ski hill?
We popped over to Mt Rose after an epic day at (BVR- Before Vail Resorts) Kirkwood many years ago. Had we not ridden a lift with a long-time local we might have missed why this little hill, 22 miles from the Reno-Tahoe International Airport with a base elevation of 8,260 feet, the highest in the Lake Tahoe region, is the hidden gem of California. Our local guide showed us up and down some of the best expert terrain we had played in that whole trip. The 200+ acres Chutes offers more than 1000 vert on 40-55 degree, north-facing pitches. With extensive snowmaking and that high elevation, Rose can open early and remain open when other Tahoe resorts struggle. To be honest, the Buser family tried to sell the resort in 2017 but didn’t get asking price so they decided to hang onto it. Lucky for all of us. Locals’ lift tickets are $99 but for visitors, tickets are on the pricey side ($155). However, they do have regular specials like 2-for-1 Tuesdays that make a side trip more realistic.
This Missoula ski area is that expert’s unicorn – relatively no lift lines, untracked powder even on weekends, 80 percent advanced and expert runs all for a $60 lift ticket. They only have three chairs and a T-bar but you can easily access all of the 950 acres and 2000 vertical feet. In itself, Snowbowl isn’t really a destination for out of towners but plan a roadtrip along Montana’s Powder Highway-Highway 93- and you will have the adventure of a lifetime. We’re talking Lost Trail, Montana Snowbowl, Blacktail and Whitefish Mountain Resort.
Clear slope at Mt. Ashland.COURTESY MT. ASHLAND ASSOCIATION
When southern Oregon residents heard in 1992 that their beloved Mt. Ashland was folding, they spent a year raising $1.7 million to buy it and keep it operational. Now run by the non-profit Mt. Ashland Association, these slopes include a high-alpine cirque with steep chutes and bowls, but learners also find their wings. Families can carry sleds to the Grouse Gap toboggan hill, a half-mile walk beyond the resort’s back parking lot before heading back to the city. Day ticket from $64, free for kids under six and seniors 70 and older.
What are some of your faves? Leave me a comment below!
Allegiant Travel Company (NASDAQ: ALGT) today announced plans to establish a four-aircraft base at Provo Airport (PVU). The Las Vegas-based company will invest approximately $95 million to establish their new base of operations, creating at least 157 new, high-wage jobs.
The company has already been flying out of Provo since 2013 with eight non-stop routes – Austin and Houston, Texas; St. Pete-Clearwater, Florida; Phoenix and Mesa, Arizona; and Palm Springs, Los Angeles. The airline focuses on linking travelers in small-to-medium cities to world-class leisure destinations. Allegiant began operating at PVU in 2013 and currently offers eight non-stop routes – Austin and Houston, Texas; St. Pete-Clearwater, Florida; Phoenix and Mesa, Arizona; and Palm Springs, Los Angeles and Orange County, California. To date, Allegiant has flown more than 700,000 passengers through Provo.
“We’re delighted to grow alongside Provo, a market with phenomenal growth and convenient access to some of Utah’s most treasured destinations,” said Keith Hansen, Allegiant’s vice president of government affairs. “Allegiant understands the value of Provo Airport. Building on the success of eight existing routes at PVU, our investment means having locally-based aircraft and crews, opening the door for future new destination opportunities for residents.”
Allegiant Aircraft Base in Provo, Utah
“Allegiant Air has found a following with their unique brand of travel focused on low-cost, nonstop flights to popular destinations without the hassle of layovers and connections,” said Brian Torgersen, interim Provo Airport manager. “We are pleased to launch a new era of travel at the Provo Airport, with Allegiant’s base operations expansion being key to our future success.”
“By investing in vital infrastructure, we created economic opportunity for Provo rather than waiting for it,” said Provo Mayor Michelle Kaufusi. “While many will appreciate the personal conveniences of flying out of a regional airport, including shorter lines and personalized service, the economic benefits are substantial with each new roundtrip destination bringing an estimated $15 million into our local, regional, and state economy.” The expanded base should open Nov.16, 2022.
Allegiant, which employs more than 4,300 team members across the U.S., plans to immediately begin hiring pilots, flight attendants, mechanics and ground personnel to support the operations. Most of the new positions are expected to offer salaries that are more than double the state’s average wage. Interested applicants may apply online.
A new report from the American Lung Association has revealed that Salt Lake City and Logan, Utah, rank among the cities with some of the worst air quality nationwide. The 2022 “State of the Air” report, released today, shows the two Utah towns are doing better for some of the most harmful and widespread types of air pollution: particle pollution and ozone (smog), but not so great overall, ranking 10th in the nation.
Compared to last year’s report, the Salt Lake City region improved slightly from 17th to 20th most polluted for short-term particle pollution and from 8th to 10th most polluted for ozone. Logan-area residents experienced an improvement with fewer unhealthy days of short-term particle pollution spikes. Logan’s ranking improved from 7th to 18th most polluted for short-term particle pollution.
On the brightside, St. George ranked among the country’s cleanest cities, making the lists for both short-term and year-round particle pollution.
The “State of the Air” report is the Lung Association’s annual air quality “report card” that tracks and grades Americans’ exposure to unhealthy levels of smog, soot, and short-term spikes in particle pollution, over a three-year period. This year’s report covers 2018-2020. See the full report at Lung.org/sota.
“Despite some recent improvements, the levels of ozone and particle pollution seen in several areas of Utah can still harm the health of all of our residents. But particularly at risk are children, older adults, pregnant people, and those living with chronic disease. Both ozone and particle pollution can cause premature death and other serious health effects such as asthma attacks, cardiovascular damage, and developmental and reproductive harm. Particle pollution can also cause lung cancer,” said Nick Torres, advocacy director for the Lung Association.
Ground-level Ozone Pollution in Utah
For the second report in a row, the Salt Lake City metro area experienced fewer unhealthy days of high ozone on average, after having seen several years of increases between the 2017 and 2020 “State of the Air” reports. The region’s weighted average of 21.8 days was still high enough to rank 10th among the nation’s most polluted cities for ozone pollution.
Uintah County and Duchesne County each showed slight improvements over last year’s report, but still earned Fs.
Particle Pollution in Utah
The report also tracked short-term spikes in particle pollution, which can be extremely dangerous and even lethal. Short-term particle pollution in the Salt Lake City metro area reached its lowest ever, but the area still ranks 20th among the most-polluted cities nationally in that category. Utah County’s weighted average of 8.0 days is trending in the right direction, down from a high of 31.7 days in the “State of the Air 2006.”
Short-term particle pollution in Logan also showed improvements, but still ranks among the country’s most polluted cities in that category (18th). Compared to last year’s report, Cache County’s weighted average of unhealthy particle pollution days dropped from 12.7 to 9.3 days. Like Utah County, Cache County is also trending in the right direction. The weighted average of 9.3 days in this year’s report still earns an F, but it is significantly down from Cache County’s worst period of 31.8 days in “State of the Air 2008.”
The 2022 “State of the Air” found that year-round particle pollution levels in Utah were slightly worse overall than in last year’s report, but all counties earned passing grades. The Salt Lake City region maintained the same year-round particle pollution levels as in last year’s report, the area’s best ever.
The report found that nationwide, nearly 9 million more people were impacted by deadly particle pollution than reported last year. It also shows more days with “very unhealthy” and “hazardous” air quality than ever before in the two-decade history of this report. Overall, more than 137 million Americans live in counties that had unhealthy levels of ozone or particle pollution. Communities of color are disproportionately exposed to unhealthy air. The report found that people of color were 61% more likely than white people to live in a county with a failing grade for at least one pollutant, and 3.6 times as likely to live in a county with a failing grade for all three pollutants.
Fortunately, Utahns have several escape-to-clean-air routes. Just head up to the mountains along I-80, Little and Big Cottonwood canyons, out to the Uintas, or up Provo Canyon for fresh breaths.
The addition of 2020 data to the 2022 “State of the Air” report gives a first look at air quality trends during the COVID-19 pandemic. Regardless of the shutdowns in early 2020, there was no obvious improvement.
The American Lung Association is calling on the Biden administration to strengthen the national limits on both short-term and year-round particulate matter air pollution. See the full report results and sign the petition here.
